Quote:
Originally Posted by PsYcNeT
Well I mean that's just common sense, but an employer can't mandate recreational usage of really, anything, outside the workplace, as long as you don't exceed minimum residual levels while in the workplace.
I'm speaking more to zero-tolerance policies where if you test positive for pot usage in the last 30 days (but have no current impairment during testing/working hours) resulting in termination. Those will be (hopefully) a relic.
|
I don't know, there's going to have to be a pretty big shift in what is allowable in your system when you're working. We have a zero limit for alcohol and drugs for our crews, and the impairment level for alcohol isn't zero. If that limit has always been zero while alcohol is legal, why would legalizing pot be anything different?
I don't know, there are smarter people than me figuring this out, but I don't see any changes coming any time soon to our D&A policy. Legalized or no.